Municipal Secretary
Även känt som: Municipal Clerk · Town Clerk · Local Government Chief Executive
Heads a municipality's civil service organisation, advises the mayor and aldermen and holds final responsibility for executing governing decisions.
The municipal secretary is the municipality's top civil servant and the link between the political administration and the civil service organisation that executes policy. Unlike a director of corporate services, this role also carries responsibility for the municipality's core processes, from permitting to social services. Selection often leans on public administration knowledge, while preserving civil service independence against aldermen wanting quick results is what makes the role hardest in practice.
Kompetenser som ska mätas
Dessa är beteende- och förmågekonstruktionerna i denna profil. För varje konstruktion anges vilken frågehrmforce-frågeformulär som mäter den.
| Kompetenser som ska mätas | Målnivå | hrmforce instrument | Bedömningsmetod | Beteendeankare på målnivå |
|---|---|---|---|---|
| Decisiveness Kompetens (50-ramverk): Decision-making ability Knockout | N5 | Big Fifty, 360 Feedback | Situational Judgement Test | Decides on irreversible matters with major consequences, records the trade off and sets which decisions others may take themselves. |
| integrity and dependability Kompetens (50-ramverk): Integrity Knockout | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| Developing vision Kompetens (50-ramverk): Vision Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Formulates a multi-year vision for the whole organisation, underpins it with scenarios and uses it as a test for investments. |
| Persuasiveness Kompetens (50-ramverk): Persuasiveness | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Wins board and external parties over to a far reaching change of course and sustains that support when resistance increases. |
| organisational awareness Kompetens (50-ramverk): Organizational Sensitivity | N5 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage. |
| independence Kompetens (50-ramverk): Independence | N5 | Big Fifty, 15PF | Personality questionnaire | Protects own professional judgement against pressure from stakeholders in senior forums and makes dissenting positions traceable and explainable. |
| Entrepreneurship Kompetens (50-ramverk): Entrepreneurship | N5 | Big Fifty, Competency Check, Career Interest, 360 Feedback | Assessment centre | Sets up new activities or ventures for the organisation and carries the responsibility for investment and result. |
| Taking difficult personnel decisions Kompetens (50-ramverk): Decision-making ability | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Decides on far reaching reorganisation and dismissal cases, weighs legal and human consequences and accounts for the choice to board and works council. |
| Stress tolerance Kompetens (50-ramverk): Stress resilience | N5 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps the organisation workable in crises, takes decisions under high uncertainty and sets the standard for composed action under pressure. |
| Market orientation Kompetens (50-ramverk): Market Orientation | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Translates market developments into the strategic agenda of the organisation and repositions the offering for the longer term. |
| Dealing with ambiguity Kompetens (50-ramverk): Flexibility | N5 | Big Fifty, Mental Resilience (4C), Competency Check | Situational Judgement Test | Sets direction under high uncertainty, makes the remaining uncertainty explicit and keeps the organisation moving until a decision can be taken. |
Kort profil
De tio viktigaste kompetenserna i denna profil. Den fullständiga profilen med alla kompetenser, beteendeankare och utvärderingsmetoder finns i nedladdningsfilen.
| T | Kompetens | Målnivå | Vikt | Knockout | Bedömningsmetod |
|---|---|---|---|---|---|
| G | Decisiveness | N5 | 5 | ja | Situational Judgement Test |
| V | Stakeholder management | N5 | 5 | ja | Assessment centre |
| G | integrity and dependability | N5 | 5 | ja | Personality questionnaire |
| G | Developing vision | N5 | 5 | ja | Assessment centre |
| V | Strategic thinking | N5 | 5 | ja | Assessment centre |
| K | Reading and interpreting financial reports | N5 | 5 | ja | Knowledge test |
| V | Risk assessment | N5 | 4 | nej | Work sample test |
| G | Persuasiveness | N5 | 4 | nej | Assessment centre |
| G | organisational awareness | N5 | 4 | nej | Situational Judgement Test |
| G | independence | N5 | 4 | nej | Personality questionnaire |
Se alla 24 kompetenser i den fullständiga profilen
Bedömningsverktyg för denna tjänst
Competency Check
Behavioral-Level Competency Assessment
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Structured interview
Behavioral interview with a fixed structure
Work sample test
Representative work sample under standardized conditions
15PF
Personality Profile, a shorter alternative to the Big Fifty
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Big Fifty (Integrity Scale)
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Career Interest
Career interests, aligned with the RIASEC framework
Career Orientations
Career Anchors and Work Values
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
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